The Influence of Work Discipline and Workload on the Performance of Public Infrastructure and Facilities Handling (PPSU) Employees with Organizational Commitment as a Mediating Variable in Subdistricts of West Jakarta Regional

This research aims to test the hypothesis regarding the influence of independent variables (Work Discipline, Work Load, and Organizational Commitment) on the dependent variable (Employee Performance) in the West Jakarta Regional Subdistrict. This research uses quantitative research with a population of 50 employees and data management using SmartPLS 4. The author concludes that: (1) Work Discipline has a positive and significant effect on Organizational Commitment. (2) Workload has a negative and significant effect on Organizational Commitment. (3) Work Discipline has a positive and significant effect on Work Discipline. (4) Workload has a negative and significant effect on employee performance. (5) Organizational Commitment has a positive and significant effect on Employee Performance. (6) Work Discipline has a positive and significant effect on Employee Performance through Organizational Commitment. (7) Workload has a negative and significant effect on employee performance through organizational commitment.

This research aims to test the hypothesis regarding the influence of independent variables (Work Discipline, Workload, and Organizational Commitment) on the dependent variable (Employee Performance) in Subdistrict of West Jakarta Regional.This research uses quantitative research with a population of 50 employees and data management using SmartPLS 4. The author concludes that: (1) Work Discipline has a positive and significant effect on Organizational Commitment.(2) Workload has a negative and significant effect on Organizational Commitment.(3) Work Discipline has a positive and significant effect on Work Discipline.(4) Workload has a negative and significant effect on employee performance.
(5) Organizational Commitment has a positive and significant effect on Employee Performance.( 6) Work Discipline has a positive and significant effect on Employee Performance through Organizational Commitment.( 7) Workload has a negative and significant effect on employee performance through organizational commitment.

INTRODUCTION
Since 2019, governments in various parts of the world, including Indonesia, have faced several social, health, government and economic challenges caused by the COVID-19 pandemic.These various challenges have created a dilemma for the government itself.On the one hand, the government is faced with a gap between what the public expects and the reality of the government's performance in handling COVID-19.On the other hand, the government's resource capacity is still limited.This results in the government receiving less appreciation and support from the public at a time when the government is facing a situation of uncertainty.In the post-pandemic phase, where there is a lot of government "homework" to reorganize the impact caused by the COVID-19 pandemic.
The DKI Jakarta Provincial Government achieved the High Compliance Predicate (Green Zone) in 2021 with an average compliance score of 88.73 (DPMPTSP Government Agency Performance Report, Provincial Government of the Special Capital Region of Jakarta, 2021).The government requires optimal performance from its employees in achieving its goals, namely meeting the expectations and demands of the community to obtain quality public services, clear, fast procedures and reasonable costs.
To optimize performance in the form of services to the community, especially in the aspect of public facilities and infrastructure in DKI Jakarta, in 2015 the Governor of DKI Jakarta issued a policy by bringing in thousands of workers who became the flagship program of the DKI Jakarta Provincial Government known as Handling Public Infrastructure and Facilities (PPSU ).The main tasks of PPSU are divided into three broad lines, namely, handling road infrastructure and facilities, handling channel infrastructure and facilities, and handling park infrastructure and facilities.
An agency often only demands high performance from employees, without looking at the influencing factors, even though fundamental factors in supporting performance, such as work discipline, workload, and organizational commitment must also be considered to increase employee performance.

Work Discipline
Work discipline is very important for an organization or company in maintaining or continuing its existence.Without good work discipline, it is difficult for organizations to achieve optimal results.Discipline is the key to a company's success in achieving its goals.Work discipline is an important function in an organization because the better the employee's discipline, the higher the employee's performance (Hasibuan, 2014).

Workload
Sudarsih & Supriyadi (2019) define workload as several tasks that must be carried out by an organizational unit and are the product of the amount of work and time.Efforts must be made to harmonize work capacity, workload and work environment so that optimal work productivity can be obtained and each worker can work healthily without endangering himself and the surrounding community.Employee workload in the form of work targets and working hours charged.The workload assigned to employees must be by capabilities and regulations.

Organizational Commitment
According to Robbins & Judge (2017), organizational commitment is the level at which a worker identifies with an organization, its goals and hopes to remain a member.Committed workers will be less likely to engage in resignation, even if they are dissatisfied because they have a sense of loyalty to the organization.On the other hand, uncommitted workers, who feel less loyal to the organization, will tend to show lower levels of workplace attendance.

Employee Performance
Sinambela (2016) concludes the definition of employee performance as an employee's ability to perform a certain skill.Employee performance is very necessary because with this performance it will be known how far the employee can carry out the duties and responsibilities assigned to him.
The theory offered as well as previous research can be described in a conceptual framework that states the relationship between research variables (work discipline, workload, organizational commitment and employee performance) as follows: H2: Workload has a negative and significant influence on Organizational Commitment.H3: Work Discipline has a positive and significant influence on Employee Performance.H4: Workload has a negative and significant influence on Employee Performance.H5: Organizational Commitment has a positive and significant influence on Employee Performance.H6: Work discipline has a positive and significant influence on Employee Performance through Organizational Commitment.H7: Workload have a negative and significant influence on Employee Performance through Organizational Commitment.

METHODOLOGY
This type of research is quantitative research which aims to test hypotheses about the influence of independent variables (work discipline, workload and organizational commitment) on the dependent variable (employee performance) in the Subdistrict of West Jakarta Regional.
This research was reviewed through the opinions of respondents using a questionnaire designed to obtain responses on a Likert scale.
This research used a saturated sampling technique with a total of 50 respondents who met the research requirements.The data analysis method used to investigate the core research questions and propose hypotheses to be tested in this research is Structural Equation Modeling (SEM) -Partial Least Square (PLS) with the application used is SmartPLS 4.

Measurement Model Testing (Outer Model)
In the measurement model analysis stage (outer model), two things will be analyzed, namely validity analysis (convergent validity, discriminant validity) and reliability analysis (Cronbach's alpha and composite reliability) (Hair et al., 2014).The recommended AVE value must be >0.50, meaning that 50% or more of the variance of the indicator can be explained by Ghazali (2015).The table above shows that 4 variables provide AVE values > 0.50, so all variables can be said to be valid.
Next, a reliability test analysis was carried out by calculating Cronbach's alpha and composite reliability values.In the first stage, the construct is declared reliable if it has a Composite Reliability value above 0.70.Meanwhile, the next stage of reliability testing is testing Cronbach's Alpha value.A construct is declared reliable if it has a Cronbach's Alpha value above 0.60 (Ghazali, 2015).Based on table 1. above, shows that all variable values in this reliability test, both using Cronbach's Alpha and composite reliability, have values that exceed the standard values, namely Cronbach's Alpha (Standard value > 0.60) and Composite reliability (Standard value > 0.70).Therefore, it can be concluded that the variables tested are reliable so that structural model testing can be continued.

Structural Model Testing (Inner Model)
In the structural model analysis stage, four things will be analyzed, including R 2 , f 2 test, Q 2 test, and t-test.
R-Square values with values of 0.67, 0.33 and 0.19 show strong, moderate and weak modes (Chin, 1998) (Ghazali, 2015).The R-Square value of organizational commitment variables is equal to 0.875.This indicates that 87.5% of organizational commitment variables can be influenced by work discipline and workload variables, while 12.5% are influenced by other variables beyond the specified.The R-Square value of employee performance variation is equal to 0.967.This indicates that 96.7% of employee performance variation can be influenced by work discipline, workload and organizational commitment while the remaining 3.3% is influenced by other variables outside those listed.
Next, an effect size test or f 2 test is carried out to find out the size of the proportion of Eksogen variables to Endogen variables.A value of 0.02 represents "weak", 0.15 represents "middle age", and 0.35 represents "strong" (Ghazali, 2015).Based on the results of the f-square test in Table 3 above, it is known that the work discipline variables have a strong impact on organizational commitment variations of around 0.757.This also means that workload variables have a strong impact on employee performance of around 0.479.This also means that organizational commitment variations have a strong impact on employee performance of around 0.873.Variation of workload has an effect size of media in impacting organizational commitment of around 0.212.Meanwhile, the work discipline variable has a weaker effect size in terms of employee performance variation of around 0.068.
Next, a Q-Square (Q 2 ) test was carried out which aimed to validate the model.Q 2 values of 0.02, 0.15, and 0.35 indicate weak, moderate, and strong modes (Ghazali, 2015).Based on the results of the prediction test (Q2) in Table 4.13, it is known that the value of the Q-Square variation of organizational commitment is 0.649, so the variable of economic activity has a strong prediction of profitability in impregnating the variation of economic activity.While the Q-Square value of the employee's performance variation is around 0.860, then the eksogen variable has a strong predictive value in influencing the eksogen variation.
Next, a hypothesis test or test is carried out to determine whether or not there is an influence of the individual variables on the individual variables.The path coefficient score or inner model indicated by t-statistics, must be above 1.96 for a two-tailed hypothesis for hypothesis testing at an alpha of 5%.The results of the hypothesis test on previous calculations will be explained in more detail in the following discussion.
Hypothesis 1: Work Discipline has a positive and significant effect on the Organizational Commitment Based on the results of the first hypothesis test in Table 5, it is known that the variation in work discipline on the Organizational Commitment has an original sample value of 1.217, meaning that the direction of the relationship between the Work Discipline and the Organizational Commitment is positive.Meanwhile, the t-statistical value is 2.814 (>1.96) and the p-value is 0.000<0.05.In this way, the work discipline has a positive and significant impact on the organizational commitment of PPSU employees in one of the sub-districts in the West Jakarta region.So, hypothesis H1 in this research is accepted.
The results of this research are supported by previous research carried out by Jahid & Adnyana (2021) which is entitled Analysis "Of The Effect Of Motivation, Discipline And Job Satisfaction, On Employee Performance With Organizational Commitment As An Intervening Variable".This research proves that the higher the level of employee work discipline, the higher the employee's performance will be.
Hypothesis 2: Workload has a negative and significant effect on the Organizational Commitment Based on the results of the second hypothesis test in Table 5, it is known that the Workload variable related to the Organizational Commitment has an original value of -0.338, meaning that the direction of the relationship between the Workload and the Organizational Commitment is negative.Meanwhile, the t-statistical value is 2.287 (>1.96) and the p-value is 0.001<0.05.In this way, workload have a negative and significant impact on the organizational commitment of PPSU employees in one of the sub-districts in the West Jakarta region.Thus, the H2 hypothesis in this research is accepted.
The results of this research are supported by previous research carried out by Kadir et al. (2022) entitled "The Influence of Human Resources and the Workload on an Implementation's Performance Through Organizational Commitment in the Implementation of the Scope of the Pare -Pare Community Population Control and Family Planning Services."This research proves that the lower the level of employee workload, the higher the employee's commitment to the organization.
Hypothesis 3: Work Discipline has a positive and significant effect on employee performance Based on the results of the third hypothesis analysis in table 4.15, it is known that the work discipline on the employee's performance has the original sample value is approximately 1.414, meaning that the direction of the relationship between the work discipline and employee performance is positive.Meanwhile, the t-statistical value is 3.843 (>1.96) and the p-value is 0.000<0.05.In this way, the work discipline has a positive and significant impact on the performance of PPSU employees in one of the sub-districts in the West Jakarta region.Thus, hypothesis H3 in this research is accepted.
The results of this research are supported by previous research carried out by Agustin et al. ( 2021) with the title "The Effect of Work Discipline and Organizational Culture on The Performance of District Employs in Jember Regency with Job Satisfaction as Intervening Variable".This research proves that the higher the work discipline, the higher the employee's performance will be.
Hypothesis 4: Workload has a negative and significant effect on employee performance Based on the results of the fourth hypothesis test in Table 4.15, it is known that the Workload variable on employee performance has an original sample value of -0.625, meaning that the direction of the relationship between Workload and Employee Performance is negative.Meanwhile, the t-statistical value is 2.778 (>1.96) and the p-value is 0.000<0.05.In this way, workload has a negative and significant impact on the performance of PPSU employees in one of the sub-districts in the West Jakarta region.Thus, hypothesis H4 in this research is accepted.
The results of this research are supported by previous research carried out by Malau & Kasmir (2021) with the title "Effect of Workload And Work Discipline On Employee Performance Of PT.XX With Job Satisfaction As Intrvening Variable".This research proves that the lower the level of employee workload, the higher the employee's performance will be.
Hypothesis 5: Organizational Commitment have a positive and significant effect on employee performance Based on the results of the fifth hypothesis test in Table 4.15, it is known that the variable of the Organizational Commitment on the Employee Performance has the original sample value is equal to 1.006, meaning that the direction of the relationship between the Organizational Commitment and the Employee Performance is Positive.Meanwhile, the t-statistical value is 3.585 (>1.96) and the p-value is 0.000<0.05.With this in mind, organizational commitment has a positive and significant influence on the performance of PPSU employees in one of the sub-districts in the West Jakarta Region.Thus, hypothesis H5 in this research is accepted.
The results of this research are supported by previous research carried out by Çeilİk (2020) with the title "The Impact of Organizational Justice and Commitment on Employee Performance: A Foundation of University Case".This research proves that the higher the employee's commitment to the organization, the higher the employee's performance will be.
Hypothesis 6: Work Discipline has a positive and significant influence on employee performance through organizational commitment Based on the results of the sixth hypothesis analysis in Table 4.15, it is known that work discipline towards employee performance through the organizational commitment has a sample original value of around 1.224, meaning that the direction of the relationship between Work Discipline and Employees Performance through the Organizational Commitment are positive.Meanwhile, the t-statistical value is 3.542 (>1.96) and the p-value is 0.000<0.05.With this aim, the Work Discipline has a positive and significant impact on Employee Performance through the Organizational Commitment for PPSU employees in one of the sub-districts of the West Jakarta region.Then the results of hypothesized tests for variables work discipline, both directly and indirectly, are significant, and then the organizational commitment variables can be linked to be able to undergo partial changes.So hypothesis H6 in this research is accepted.
The results of this research are supported by previous research carried out by Erawati & Wahyono (2019) with the title "Organizational Commitment Influences in the Work Discipline, Motivation of Work, and Self Efficacy of the Employee Performance".This research proves that organizational commitment can be said to be able to mediate the influence of work discipline on employee performance.
Hypothesis 7: Workload has a negative and significant influence on employee performance through organizational commitment Based on the results of the seventh hypothesis analysis in Table 4.15, it is known that the Workload variable is related to the Employee Performance through the Organizational Commitment has the original sample value, which is around -0.340, meaning that the direction of the relationship between Workload and Employee Performance through the Organizational Commitment is negative.Meanwhile, the t-statistical value is 2.035 (>1.96) and the p-value is 0.002<0.05.In this way, Workload has a negative and significant influence on the Employee Performance through the Organizational Commitment for PPSU employees in one of the sub-districts of the West Jakarta region.Then the results of hypothesized tests for variables Workload, both directly and indirectly, are significant, and then the organizational commitment variables can be linked to be able to undergo partial changes.So hypothesis H6 in this research is accepted.
The results of this research are supported by previous research carried out by Silaban et al. (2021) with the title "Effect of Workload, Competency, and Career Development on Employee Performance with Organizational Commitment Intervening Variables".This research proves that organizational commitment can be said to be able to mediate the influence of workload on employee performance.

DISCUSSION
The influence of performance on organizational committees, based on the results of Hypothesis 1, it can be known that there is a positive and significant influence of performance on organizational committees.This means that if good performance is included in work discipline, organizational commitment will also increase, and vice versa.This is to the recommendations carried out by Zulkarnaini et al. (2019) which shows that technology has a positive influence on organizational commitment.For this reason, the West Jakarta Regional Subdistrict or other agencies must try to improve employee performance to improve organizational commitment.
The influence of workload on organizational commitment, based on the results of Hypothesis 2, it can be known that there is a negative and significant influence of workload on organizational commitment.Facts on the ground show that employee workload is indeed required within certain limits.Employees who have a proportional workload commit to the Sub-District organization.As subdistrict operational activities increase, the workload faced by PPSU employees also increases.This has an impact on the decline in commitment which is indicated by the absence or tardiness of PPSU employees which results in additional burdens.This is in line with the refinement carried out by Silaban et al. ( 2021) which shows that workload has a negative and significant impact on organizational commitment.This is in line with the theoretical theory of workload analysis which states that workload impacts employee commitment, where specific levels of workload are required, and if this increases, it can reduce the performance and commitment of the organization.
The influence of work discipline on employee performance, based on the results of Hypothesis 3, it can be known that there is a positive and significant influence of employee performance on employee performance.This result means that improvements in work discipline can improve the performance of PPSU employees in the Sub-District of West Jakarta Region.This research is consistent with previous research carried out by Alwi & Suhendra (2019) which found that work discipline has a positive and significant influence on employee performance.Employees who have high levels of work discipline will try to comply with all existing regulations in the West Jakarta Regional Sub-District.In addition, employees can also use and maintain the facilities and infrastructure they own; employees can also act and behave according to applicable norms; and employees can produce high productivity.Employees who are discipline will also be responsible and punctual in completing the expected work and have an impact on increasing employee performance.
The influence of workload on organizational commitment, based on the results of Hypothesis 4, it can be known that there is a negative and significant influence of workload on employee performance.Facts in the field show that employee workload has an impact on performance.Employees who have heavy workloads feel that their performance is not optimal.Based on the results of a survey conducted on PPSU employees, additional work is increasingly having an impact on employee workload.This is a problem related to performance.In line with the research carried out by Sudarsih & Supriyadi (2019), which proves that workload has a significant opposing influence on employee performance.
The influence of organizational commitment on employee performance, based on the results of Hypothesis 5, it can be known that there is a positive and significant influence of organizational commitment on employee performance.This means that if organizational commitment is well maintained, employee performance will also increase, and vice versa.This is in line with the policies carried out by Prabowo et al. (2021) which shows that organizational commitment has a positive influence on employee performance.For this reason, the West Jakarta Regional Sub-District or other agencies must try to improve organizational commitment to improve employee performance.
The influence of employee performance on employee performance through organizational commitment, based on the results of Hypothesis 6, it can be seen that there is a positive and significant influence of work discipline on employee performance through organizational commitment.This is in line with the research carried out by Erawati & Wahyono (2019) which proves that organizational commitment can be said to be able to mediate the influence of work discipline on employee performance.
The influence of workload on employee performance through organizational commitment, based on the results of Hypothesis 7, can be seen that there is a negative and significant influence on employee performance through organizational commitment.This is in line with the research carried out by Silaban et al. (2021) which proves that organizational commitment can be said to be able to mediate the influence of workload on employee performance.

Conclusion
Based on the results of the research that has been described, this research is intended to be able to know how to influence "The influence of work discipline and workload on PPSU employee performance with the Organizational Commitement as a Mediation Variable", then the results are described as following: 1. Work Discipline has a positive and significant influence on the Organizational Commitment.This means that the higher the level of work discipline assigned to employees, the higher the employee's organizational commitment, or vice versa.2. Workload has a negative and significant influence on the Organizational Commitment.This means that the higher the workload placed on employees, the lower the employee's organizational commitment, or vice versa.3. Work Discipline has a positive and significant influence on employee performance.This means that the higher the level of work discipline assigned to employees, the higher the employee's performance will be, or vice versa.4. Workload has a negative and significant influence on employee performance.
This means that the higher the workload placed on employees, the lower the performance of employees, or vice versa.5. Organizational Commitment have a positive and significant influence on employee performance.This means that the higher the organizational commitment given to employees, the greater the employee performance will be, or vice versa.6. Work Discipline has a positive and significant influence on employee performance through the Organizational Commitment.This statement means that organizational commitment is positively and significantly capable of mediating the relationship work discipline between employeee performance.7. The workload has a negative and significant influence on employee performance through the Organizational Commitment.This statement because if employee performance is good it will have an impact on the organization/company. 2. Further research can also use different analysis methods and can be carried out with a wider population and sample.

Figure 2 :
Figure 2: Results of Loading Factor Values

Table 1 .
Results of AVE, Cronbach's Alpha and Composite Reliability values

Table 3 .
Results of Test Effect Size (f 2 )

Table 4 .
Results of Predictive Relevance Test (Q 2 )

Table 5 .
Results of Path Coefficient Test, t-Statistics, and P-Value